By Ivan Kaahwa

Women engaging in activities not inherently aligned with their biological nature is acceptable as long as such advocacy is based on capability rather than the philosophy of being equal to their male counterparts. Somehow, somewhere, the saying that “what a man can do, a woman can do better” has been misleading and thus stirring conflict in society.

The source of tension and anxiety lies in the urge for women to prove men wrong and make them appear inferior or equal, a prospect that is unlikely to materialize. I acknowledge that women make excellent managers, albeit their challenging mood swings as compared to men. Yet, with the requisite training and exposure to realities, women are poised to become adept managers, drawing from their ability to juggle myriad tasks at home, including managing children, attending to spouses, handling household chores, and more. In parallel, men are out there hustling to make ends meet—a struggle often under-discussed.

Certain professions inherently favor men, historically due to the risks involved. For example, truck driving; driving passengers using different means of transport like taxis, buses, and Boda Bodas as well as making deliveries; bricklaying; security services, manning aircraft, engineering, and scientific pursuits. While women are present in these fields, their representation remains lower compared to that of men. Perhaps to emphasize that this article is not prescriptive, in a way to suggest that women should avoid definitely undertaking these roles. NO! Instead, it gives the state of affairs in society today and encourages increased female involvement, but without addressing the reasons behind their limited representation, it is not conducive for women’s emancipation.

Mind you, an incident occurred when I boarded a bus in Uganda driven by a female driver. People identified quickly and were eager to be driven by a woman, revealing the significance of women in male-dominated sectors. However, one would observe that we spent more time on the road than if a male driver had been at the helm, and we had a safe and peaceful journey. Probably, there are decisions males make that females don’t or take much longer to make.

Furthermore, statistics reveal that more men succumb to road accidents, primarily because they engage in riskier behaviors. For instance, a man might consciously go ahead to drive a vehicle with known mechanical issues, while a woman would opt to park, assess the problem, and likely report it or call a mechanic—often a man. This scenario underscores the inherent differences between men and women. Unless we understand the reality of these differences, we cannot expect much when it comes to equity in other competitive realms of society.

Men exhibit a capacity to work longer hours than women; I’ve witnessed men sleeping on motorcycles in the open cold at night trying to transport customers and/or their goods. The societal perception of women doing certain assignments puts them at a disadvantage. There are witnessed scenarios where a man bought his wife about five (5) motorcycles to give to well-intentioned riders to operate them while she manages the business from the investment, instead of riding herself—a manifestation of real women’s emancipation. If a man, constrained by financial capacity, still opposes his wife riding, it may be deemed unfair. Nevertheless, the nature of the business poses much higher risks for a woman. If a few women can handle specific tasks with adherence to circumstances and risks manageable by men, it is perfectly reasonable.

I acknowledge the Uganda Police for ensuring a 30% representation of women in the recruitment of female officers. However, the number remains low due to some not making it to the final graduation. Nonetheless, there is a noteworthy placement of female officers in managerial positions in the police force. These are tested, trained, and are operating on merit but rather not on equity.

Drawing from my experiences covering events in the Democratic Republic of Congo, it’s evident that the number of female officers at the tactical level is low. Various factors are at play, which I won’t delve into in this article. Encouragingly, the Commander for the Mountain Division, Major General Dick Olum, has elevated opportunities for female officers to demonstrate their capability equal to their male counterparts. In all of this, women shouldn’t be swayed with false hope. Given an opportunity, it is incumbent upon them to deliver, shifting the focus from merely eyeing numerical representation.

Women often excel in roles traditionally associated with femininity. However, in an interesting twist, I’ve witnessed males excelling as the best chefs in hotels. Surprisingly, based on my personal experience, pregnant women often prefer male gynecologists over female counterparts. I have seen better customer care extenders among men; however, I believe that men can adversely do feminine tasks as a supportive venture but they are not engineered for that purpose, I must disclaim.

When it comes to leadership, a significant number of women now hold top positions in Uganda. However, a critical question arises: Are women outperforming their male predecessors in these roles? The answer may sway in different directions, and we can explore various perspectives. While numeric representation of women in leadership roles is promoted to signify equity, there is a concern that such affirmative action might come at a cost to the nation.

Personally, I believe that reserving positions for specific genders may inadvertently suggest a lack of genuine commitment to leveling the playing field in terms of equity, prosperity, and merit. Take, for example, the practice in Uganda where every district has a slot reserved for a woman representative, excluding men from the race. In my view, if both genders competed openly for these positions, it could foster a healthier environment, encouraging more women to actively participate in leadership. The act of ring-fencing positions for women may not effectively promote them. Instead, it has created a sense of comfort within a female mindset delivering an unleveled playing ground. True empowerment comes when women compete against men, fostering healthy competition and growth.

Therefore, while promoting gender diversity is crucial, the approach of reserving positions for women should be critically examined. A fair and open competition, where both men and women compete based on merit, is likely to contribute more effectively to genuine gender equity and progress in leadership roles.

The Bible portrays women as inferior in the face of creation. To ensure the inclusion of women, the Bible proves an inadequate reference for supporting equity. Key passages such as Leviticus, 1 Timothy 2:11-14, 1 Corinthians 14:34, Genesis 3:16, and Numbers 31:17-18 underscore this viewpoint.

In conclusion, women need men to help them realize certain aspirations, just as women need to support men in creating a safe haven for harmonious living. Emphasizing the promotion of the girl child while ensuring the boy child is groomed by nature may inadvertently create unnecessary tension in the world.

IvanKaahwa via X

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